Human Resource Management:Hiring and Firing

By: Molly MuirAnne Cline

Micah HawbakerJosh Gulkewicz

Pittsburgh Passion – Cleveland Fusion

The NWFA• August, 2000 • Formed by Catherine

Masters• Eight regular game

season (April – June)• Standard NFL rules

(with some exceptions)

Pittsburgh Passion• Formed March 2002• Owned by Passion

player Teresa Conn• Moe Rubenstein

Stadium (Ambridge Area Senior High School)

• Northern Conference

Cleveland Fusion• Formed March

2002• Owed by Kelly

Antal• Bedford Football

Stadium, Ohio• Northern

Conference

Human Resource Management

• The company department responsible for finding, screening, recruiting, and training job applicants as well as administering employee benefits programs.

• Responsible for fairness, health and safety, and compensation of employees

General Hiring Practices• Screen resumes and check references• Make the physical environment

comfortable• Standardize the hiring procedure• Focus on the organizations goals• Use culture as a criterion• Keep hiring questions legal

Important laws to be aware of

• 1963 – Equal Pay Act• 1972 – Title IX• 1993 – Family and Medical Leave

Act

Firing practices• Preparation • Have documentation on hand• Keep the conversation to a minimum• Make sure the employee understands

why • Listen to what the employee has to say• Keep the details confidential

Firing situations to be cautious of

• Prior complaints• The employee is 40 years or older• The employee is a member of a

minority group• Employment contracts• Laying off multiple employees

Internal Advantages/Disadvantages

• Advantages– Jobs can be filled

faster– Already aware of

company culture– Allows for more

entry-level hiring– Entry-level jobs

are cheaper

• Disadvantages– Generally don’t

have updated resumes

– Tendency for managers to hire people they know

External Advantages/Disadvantages

• Advantages– Hire competitive

intelligence of other firms

– New ideas, new personalities

– Adds diversity– Internet has

added to ease of recruitment

• Disadvantages– Longer

adjustment period– Likelihood of

lawsuits from illegal practices

– Hiring talent away from customers or firms may hurt relationships

Competition for the Passion and Fusion

• Passion– Pittsburgh Pirates– Pittsburgh Riverhounds– Washington Wild Things– Post Gazette Pavilion

Competition cont.• Fusion

– Blossom Music Center – E.J. Thomas Hall– CSU Convocation Center– Akron Aeros

Similarities• They feel reference checks are critical• Internal hiring is preferred• Meet and try to correct problem before

firing• Hire a seasonal staff• Give about 75% of applicants an

interview• They look for similar characteristics in

applicants

Similarities cont.• They ask non job related questions

in interview• Interviews can last between ½ hour

to 2 hours• Don’t give performance appraisals

Differences• Passion

– Do work simulations with coaches

– Only require a resume

– Has set list of questions for interview

– Owner does hiring and firing

• Fusion– No work

simulations– Requires resume

and application– Asks questions

off top of head– Hiring and firing

is a joint effort

Improvements - Passion• Require an application along with

resume• Promote more internal hiring from

players• Conduct personality tests

Improvements - Fusion• Conduct work simulations and

personality tests• Have set list of questions prepared

for interview• Set up a probation period

Web Sites• NWFA

– http://www.womensfootballassociation.com• Pittsburgh Passion

– http://www.pittsburghpassion.com• Cleveland Fusion

– http://www.clevelandfusion.com